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Radical Revision of Hiring Processes
Antiquated hiring procedures -- like written tests, formal interview meetings with HR directors in sterile office space, quick reference checks and making decisions based on a "gut feeling" about a prospective employee -- are often proven to be unacceptable in the 21st century. Given that the cost of hiring talent is substantial (salary plus insurance, benefits, etc.), it behooves HR leaders to come up with innovative hiring practices.
Three project goals and three project objectives
One goal is to omit the old style of interviewing, which entails collecting and sorting through resumes, calling references, and interviewing candidates in boring, stale environments. A second goal is to involve existing, proven company talent to be a major part of the selection process. A third goal is to bring new talent on board that represent diversity in background, that show intellect, and strong aptitude for the quickly grasping the tasks they will need to perform -- and not just prospective, "filtered" employees that have experience.
Filtered employees are those who are familiar with the company (maybe actually work for the company), have learned "in a particular thought processes ... and create thinking processes based on the limited, narrow experiences learned and believed" in this company or in a firm that is similar (Kerfoot, 2013). That third goal means looking for an unfiltered candidate...
The second objective is to minimize the need to re-hire by making smart HR moves which involve hiring and keeping top talent. The third objective is to offer flexible work schedules, give generous paid leave perks, and provide child care and other helpful practices that show employees they are part of the company family.
Key customers and two stakeholders
Dependable Dairy is a dairy products firm, producing milk, butter, ice cream, probiotics, yogurt, and frozen disserts. The customers are families with children, people trying to get fit (or maintaining fitness), people that use probiotics, sports fans at ball games that love ice cream, restaurants that use dairy products, and schools that offer free milk for low income students. Three stakeholders: the company directors, the employees of the company, the families of the employees, the vendors, and the community in which the company operates.
Three key milestones and/or deliverables
The first milestone is when the HR department trains three top employees that have been with the…
Works Cited
Kerfoot, K.M. (2013). Is Experience Overrated? Nursing Economics, 31(1), p. 39.
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